DiSC is a commonly used abbreviation for a psychometric profiling system that comes in many guises.
Profile-P has been using a form of DISC for over twenty years.
John Shenton – Profile-P’s senior adviser, has completed over 2000 individual profiles and over 200 team profiles involving more than twenty people in each team.
These years of experience are extremely important when trying to explain the true value of the DISC profiling system.
At first glance – the system utilised by Profile-P is no more than a multiple choice 24 line questionnaire that takes no more than ten minutes to complete.
The immediate question that normally arises is “how can something so simple be so effective”?
The immediate answer is that over the last twenty or so years, millions of people have completed such a profile and have, when questioned after the initial feedback ,stated that the resulting feedback is more than eighty percent accurate. Many of these say that the feedback is so accurate that they just do not understand how the adviser could possibly know so much accurate detail from such a simple questionnaire.
Having established then that the immediate feedback appears to support, without question, the value of the profile report as discussed with each individual, we now come to the next most common question we get asked.
Why can we not just pay for the questionnaire and the subsequent report on line?
The answer is what makes us totally different to most other suppliers.
The system in its most basic form does create a written report from a computer programme.
All of Profile-P advisers are fully trained and experienced in giving individual feedback based on these reports with one exception.
Our advisers do not read the computer report other than the front page graphs. It is these that form the whole basis of a discussion between the two, the one objective being to reach agreement that the adviser will be able to feedback an accurate overview of the individual to others once the individual agrees to this course of action.
Why is sharing of the information valuable?
The DISC System is a COMMUNICATION TOOL based on OBJECTIVE Assessment of an individuals working strengths.
If a team of individuals (ranging from two people to many), understand each other’s working strength’s, then that team can be designed to run efficiently without gaps in the working strengths required of that team for ultimate efficiency.
When two or more people are able to communicate these strengths using words that everyone understands in DISC terms – we can bring about valuable efficiencies within almost any team.
These efficiencies can be directly related to individual job profiles – which every business is advised by us to create to include both hard and soft skill sets.
Hard skills are those that can be measured in TEST form where one person’s answers can be set against another’s for evaluation purposes. These are called NORMATIVE tests as results can be read from “Norm Tables”.
Soft skills are those that cannot be measured in this way and are therefore described as IPSITIVE.
We are only just beginning to understand the true value of Soft Skills as a fundamental part of a job evaluation process. It is becoming clear that both hard and soft skills have an equal part to play in a person’s ability to be able to carry out a job professionally and effectively.
A classic example that we all recognise is the case of the highly creative individual with a measured IQ in the” Very High Range” – probably 180 plus, putting them in the top 2 percent quartile of tested individuals across the world who are totally unable to communicate effectively with individuals in the Normal Range simply because their brains work using totally different parameters.
The hard skills of knowledge are therefore absolutely useless in most instances without the soft skills related to communication of which there are many.
Given that the majority of individuals that we employ fall into a more “Normal IQ” range – the value of understanding each individual’s working strengths becomes clear.
It is therefore necessary for us to work with both the senior management team, down through more junior levels and workers within the team, to be able to bring about significant change in behaviours at all levels, leading to better business communications and the resulting effects on the business profitability.